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0119 - Casual Recruiting

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Contents

 

Introduction

  1. The Government employs individuals on a casual basis to complete work of a temporary nature.

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Application

  1. These guidelines and procedures apply to all departments, boards and agencies.

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Definitions

  1. Continuous service for a casual employee means service with the GNWT, including employment periods with different departments, not broken by more than thirty working days.  This means that if an employee has a break of exactly thirty working days, they do not have a break in service.
  2. Casual Employment is employment obtained through the casual hiring process for a fixed period between five days and six months of continuous employment in any particular department, board or agency to do work of a temporary nature where the employee is not appointed to a position in the Territorial public service.  Casual employment can be full time or part time.
  3. Indigenous Aboriginal Person means those persons who are descendants of the Dene, Inuit or Metis people, indigenous to the present boundaries of the Northwest Territories and includes any aboriginal persons resident at birth pursuant to Section 7.1 of the Vital Statistics Act and any Canadian aboriginal persons who have lived more than half of their lives in the Northwest Territories
  4. Indigenous Non-Aboriginal Person is a non-aboriginal person born in the Northwest Territories or who has lived more than half of their life in the Northwest Territories.
  5. Term employee is a person employed by the Employer, other than a casual or indeterminate employee, for a period not to exceed twenty-four (24) months of continuous employment in any particular department, board or agency. This includes employees hired as a leave replacement, employees hired in relation to programs of a fixed duration or without ongoing funding, or employees hired in relation to or in support of training.
  6. Resident means a person who has lived in the Northwest Territories for at least one year immediately prior to applying on a position and who now resides in the Northwest Territories.
  7. Student means any person who is:
    • Indigenous Aboriginal, Indigenous Non-Aboriginal or a permanent resident who is considered “ordinarily Resident” of the Northwest Territories and:
    • who is currently enrolled in a semester of full time post-secondary studies;
    • who has been accepted to attend full time post-secondary studies; or
    • who is graduating from a post-secondary institution.

Guidelines

  1. Casual employees are hired to do work of a temporary nature.
  2. Casual employees are hired for a specific period of employment, between five days and six months of continuous employment with any particular department, board or agency. The five-day minimum does not apply to casual employees who are Health Care Practitioners under Appendix A10 of the UNW collective agreement.
  3. When a casual employee’s period of employment with a particular department, board or agency reaches 6 months, the employee will not be rehired by the same department, board or agency without a break in service of greater than 30 working days of completing the casual assignment.
  4. Casual employees shall have scheduled hours.
  5. Casual hiring is based on anticipated workload, staff absences and/or resignations, and the planning of special projects.
  6. A casual employee is not a seasonal, term or indeterminate employee.
  7. The Government is committed to hiring candidates for casual employment opportunities, using the system set out in the Affirmative Action Policy. Hiring preference for the period of September 1 to April 30 is:

 

 

(a)

Management or Non-Traditional Occupations:

 

Priority 1:

Indigenous Aboriginal Persons

 

Priority 2:

Resident Women

 

Priority 3:

Indigenous Non-Aboriginal Persons or Resident

 

 

Disabled Persons

 

Priority 4:

All Other Applicants

 

 

(b)

All Other Positions:

 

Priority 1:

Indigenous Aboriginal Persons

 

 

Priority 2:

Indigenous Non-Aboriginal Persons or Resident

 

 

 

Disabled Persons

 

 

Priority 3:

All Other Applicants

 

  1. The Government is committed to assisting students in securing summer employment.  From April 15 to August 15, students will be given higher priority than non-students registered in the same category (i.e., an indigenous aboriginal student would have higher priority than an indigenous aboriginal who is not a student.)
  2. A supervisor may request a specific individual by attaching a note to the staffing documentation forms.  However, the casual applicant inventory must be reviewed to confirm that affirmative action has been considered and that there are no other qualified applicants of higher priority registered for casual employment.
  3. Only when affirmative action referrals have been exhausted or the available target group members are not suitable for the job opening, may a non-affirmative action applicant be hired.
  4. Individuals wishing to be considered for Casual Employment apply to the GNWT with a resume and cover letter expressing their interest.

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Procedures

  1. The hiring manager completes the appropriate staffing request and authorization forms providing a statement of duties, the period of employment and the qualifications required.
  2. The appropriate delegated authority signs the form and forwards it to the Human Resource Representative.
  3. The Human Resource Representative reviews and assesses the duties to be performed along with the required qualifications and confirms the appropriate pay range in consultation with the hiring manager.
  4. Applying affirmative action criteria, the Human Resource Representative selects suitable candidates for casual employment and forwards the applications to the hiring manager.
  5. The hiring manager interviews the candidates and makes a final selection.
  6. The hiring manager shall conduct the reference checks.
  7. Job offers shall be contingent on receipt of two positive references.
  8. A job offer may be conditional upon certain pre-employment checks.  Examples include: 
    • Confirmation of educational requirements;
    • Motor vehicle licensing requirements;
    • Criminal record check and/or vulnerable sector check;
    • Medical examination or up to date immunization; and/or 
    • Confirmation of professional society or association memberships. 
  9. Details of all pre-employment checks shall be kept strictly confidential.
  10. If the candidate verbally accepts the proposed terms and conditions of employment, the Human Resource Representative prepares a casual job offer.

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Authorities and References

UNW Collective Agreement

Superannuation Administration Manual

Superannuation Insurances Manual

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